How are people successfully addressing issues related to toxic supervisor? There is a particular supervisor that has been reported by multiple employees over the past year, but there has been no noticeable improvement in her behavior or management style. On the contrary, her conduct seems to be worsening progressively.
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To the poster who said "when the EEOC approves your lawsuit to go forward, you know P66 has a problem" - you have no idea what you're talking about. The EEOC approves ALL lawsuits to go forward - it's called a Right to Sue letter and they give one to 100% of people who file a complaint - it's then up to the employee to find an attorney who is willing to take their case. The EEOC will file on behalf of an employee, but it has to be worthy of a big headline.
https://www.eeoc.gov/filing-lawsuit
No details yet but only rumors. He was gone from directory immediately and didnt give any notice.
Do you have any details on the whys and the wherefores of this termination?
There was a director in l&d terminated today.
I've also been in L&D and the new L&D director has created a living he-l for the organization, employees and consultants alike. The suggested process to report bullying was followed multiple times by multiple people. We were all told to do our jobs by the HR people, ethics people and HR VPs. All the people that are supposed to be there to prevent this kind of behavior are there to protect the company. From my experience, P66 does support, if not encourage, bullying, racist behavior, misogynistic behavior. Certainly not overtly, but they do nothing to stop it or punish it. The only people that have had any reprieve have filed a lawsuit. When the EEOC approves your lawsuit to go forward, you know P66 has a problem.
Honestly, I've never worked with a company that has supported such objectively bad behavior.
The new L&D Director caused havoc in his old team. Now he is coming after us. I envy the ones that were laid off from his team. Which by the way, majority of them has their master’s in this space. How do you call yourself a learning and development team, with nobody that has the background/education in L&D?!
Our manager bullied us, some folks filed an anonymous complaint, manager then bullied us some more, laid us off and got promoted. This company is not going to stop any bullying or harassment. I agree that documenting and talking to a lawyer is the best course of action.
They enjoy the churn. Fresh bodies that don’t know what’s going on. Takes three years for a new hire to turn sour. They want you to drag. Replace you with cheaper and younger, willing to drink the cool aid.
They promote those folks to be a VP or GM. They get moved on to te--orize another group with a fatter paycheck!
Brenda M
P66 will do the right thing… after exhausting all other options. You need people on your team to start quitting in droves before management decides to take action unfortunately.
Isn’t RBI toxic to begin with. LOL
Classic good manage up and poor manage down. Find a way to keep her manager happy.
You end up quitting the supervisor and leaving the company. Don’t let it get to your health. Drop that company like a bad habit.
Don’t ever think HR is on your side!
They protect the company. Just document it and get a good lawyer.
This person was big in DEI.
I once witnessed a toxic supervisor get demoted, then promoted again, and moved to a different org. This company does really weird stuff...
Which transformation person was this and are they still with the transformation? Did they go to RBI or renewables?
Inquiring minds need to know.
Not sure who you are talking about (although I have ideas). Someone I know did go to HR and filed a complaint angainst a manager for creating a hostile working environment. HR said they could only address the issue if the employee was willing to discuss the issues with the manager in the presence of HR.
The saucy CFO and former HR VP had a flippin’ affair and nothing happened!
I turned in an HR person for numerous ethics violations.
Not only did the not do anything to her, but the next time we had a Town a person from Houston made a point of parading around with our HR Representative to show us that nothing was going to be done.
The person from Houston is a woman that a lot of people think is really smart and talented. I don’t share that opinion of her. She’s also pretty big in the Transformation.
Unfortunately we had a similar experience. Higher ups found nothing wrong. They outright said the individual was doing a great job. It was he-l.
Despite being reported through various channels, including ethics, no changes have been made.
This is an anonymous website. Give us names to fight in the underground
We have an anonymous hotline you can reach out to. If that does not work and you have substantive proof, reach out to an employment attorney for their perspective. Our internal training tells us this is not acceptable. That along should help your case if you decide to take legal action.
This is the type of employee the company loves to promote (god only knows why). Hang in there and she soon will be promoted onward and upward.